• Health Policy and Management
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• v.11 no.4
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• pp.109-128
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• 2001

This study was conducted to investigate the factors affecting on organizational commitment of military hospital nursing officers. For the purpose of this study, the self-administerd questionnaire survey was done with 440 military hospital nursing officers during february, 2001. The major results of the study were summarized as follows: By path analysis using LISREL 7.0, variables such as met expectations, work involvement, pay, work definiteness, positive affectivity, family support, peer support, promotion opportunity, expectations before entering a military hospital had significant positive effect on Job satisfaction in order of size, however, vertical conflict and horizontal conflict had significant negative effect in order of size. Variables such as job satisfaction, met expectations, promotion opportunity, positive affectivity, pay had significant positive direct effect on organizational commitment in order of size, however, job routinization, job opportunity had significant negative direct effect in order of size. It was found that the following variables, listed m order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, positive affectivity, promotion opportunity, pay, vertical conflict, job routinization, family support, work involvement, work definiteness, job opportunity. In considering above findings, the program or plan for job satisfaction promotion, met expectations, fair promotion opportunity, adequate pay, work definiteness, solving conflict, positive affectivity promotion would be implemented to increase organizational commitment of military hospital nursing officers.

• Journal of Distribution Science
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• v.22 no.3
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• pp.1-10
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• 2024

Purpose: The current study focused on work performance of distribution department of AMC (asset management company) industry in China, outlines the challenges faced by distribution employees of Chinese four biggest national AMCs, aiming to enhance the ability of Chinese national AMCs to succeed in the face of external challenges such as economic, social, and technological changes. Research design, data and methodology: This study adopted quantitative methods, questionnaire was collected from 248 general distribution department employees of four national AMCs of China, these employees are from the top 5 developed cities in China, and software Smart PLS 3.0 and SPSS 25 was applied to data analysis. Results: The result of this current study through Smart PLS 3.0 has revealed that the significant effect of affective commitment on contextual performance, affective commitment on task performance, continuance commitment on contextual performance, normative commitment on contextual performance, and effect of continuance commitment on task performance and normative commitment on task performance were found to be non-significant. Conclusions: According to the important role of distribution department, managers in China's national AMCs can leverage the study's findings to enhance organizational commitment among employees of distribution department, and further positively influences distribution department employees' work performance.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.247-257
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• 2020

This study aims to examine the effects of integrated performance measurement on firm success of beverage businesses in Thailand. Integrated performance measurement, organizational commitment, organizational citizenship behavior, and firm success are the main variables of the study. In this study, all 653 beverage businesses from Department of Business Development, Ministry of Commerce, Thailand are the samples of the study. The data collection was provided during February - April, 2016. A mail survey procedure via questionnaire was used for data collection. 163 responses were received. Of the surveys completed and returned, 159 were usable. The structural equation model (SEM) is conducted to examine the effects of integrated performance measurement on organizational commitment, organizational citizenship behavior and firm success. The results show that integrated performance measurement positively influences organizational commitment, organizational citizenship behavior and firm success. Organizational commitment positively affects both organizational citizenship behavior and firm success while organizational citizenship behavior positively impacts firm success. In summary, integrated performance measurement as a strategic management accounting approach is a key determinant of firms' business outcome. Firms need to support their resources and capabilities in developing, implementing, utilizing, and maintaining integrated performance measurement. Potential discussion, conclusion, and suggestions and directions for future research are highlighted.

• Journal of Distribution Science
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• v.14 no.12
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• pp.141-151
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• 2016

Purpose - Salesperson perceptions of the fairness and accuracy of a performance evaluation system were examined by managerial and professional employees of large organization. The performance evaluation process is central to many personal decisions such as attitude for job and sales performance. This study investigates the relationship between perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. The main purpose of this study is to develop and empirically test a comprehensive model of salespersons' perceived evaluation fairness on sales performance. For this purpose, we identified the structural relationship between perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. Also we investigate the mediating effects on job satisfaction and organizational commitment between perceived evaluation fairness and sales performance. Research design, data, and methodology - To empirically test these relationships, data were collected by in-depth interviews from sales managers and questionnaire surveys from 300 salespersons who work for sales area (credit card company, insurance company). Demographically, the overall sample was 91.6% female, 77.9% 30s and 40s, and 34% college educated, with an average tenure with their present organizations of 4 years. The questionnaire was composed of total 20 items dealing with frequency, quality, and consequences of perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. To test the research hypotheses, collected data analyzed by confirmatory factor analysis (CFA) and structure equation model (SEM). Results - Through extensive and rigorous literature review process of related literature(Perceived evaluation fairness, Job satisfaction, Organizational commitment, Sales performance), research model and research hypothesis was set up. This study obtains the following research results. First, perceived evaluation fairness has a positive effect on job satisfaction, whereas the effects of perceived evaluation fairness on organizational commitment and sales performance did not show statistically significant result. Second, job satisfaction and organizational commitment have complete mediating roles to the relationship between perceived evaluation fairness and organizational commitment, and relationship between perceived evaluation fairness and sales performance. Conclusions - Based on the results, salespersons' perceived evaluation fairness is one of the key independent variable for making high job satisfaction, organizational commitment, and sales performance. Finally the theoretical, managerial implication and research limitations are mentioned in the discussion.

• Health Policy and Management
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• v.23 no.3
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• pp.244-259
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• 2013

This study investigates the moderation effect that organizational trust had on the relationship between perceptions of organizational politics and organizational commitment, intention to turnover, organizational citizenship behavior by analyzing the empirical data of 716 personnels collected from university hospital in Korea. We hypothesized that perceptions of organizational politics would tended to negatively related to a high level of organizational commitment and intention to turnover, organizational citizenship behaviors, and that organizational trust would moderate the relationship between perceptions of organizational politics and outcomes. These results suggest that organizational politics of perceptions had negative impacts on organizational commitment and organizational citizenship behaviors, while perceptions of organizational politics had positive impact on intention to turnover. Furthermore, the level of organizational trust moderated the relationship between perceptions of organizational politics and outcomes. Based on these findings, implications of the research findings are discussed, and recommendation for future research and practice are provided.

• The Korean Journal of Health Service Management
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• v.7 no.1
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• pp.69-82
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• 2013

The initial approach to this study is to focus on pharmaceutical companies' internal marketing activities for organizational diagnosis. By analysing the influence of internal marketing elements on the job satisfaction, organizational commitment, and turnover intention of pharmaceutical salespeople, this study aims at coming up with ways to strengthen the sales capacity and competitive edge of pharmaceutical companies through the salespeople's satisfaction. For 32 days between November 10th and December 12th of 2012, a total of 210 copies of questionnaires were given to the respondents and 203 of them except 7 with insufficient answers were used for the final analysis. The analysis result showed that internal communication, delegation of authority, and reward system among the elements of internal marketing activity had a positive influence on the workers' job satisfaction. The internal marketing activity elements did not influence the respondents' organizational commitment. Job satisfaction had a positive influence on their organizational commitment, while it had a negative influence of turnover intention. The conclusion section encapsulated the results of empirical analysis and proposed practical lessons regarding pharmaceutical companies' internal marketing.

• Korean Educational Research Journal
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• v.37 no.1
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• pp.47-66
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• 2016

The purpose of this study is to examine the analysis on the effect of incentive gap of teacher's merit-pay on organizational commitment and organizational citizenship behavior. The study verified the hypothetical path model and analyzed the effects of incentive gap of teacher's merit-pay, organizational commitment and organizational citizenship behavior. The subjects of the study are 762 elementary and secondary school teachers. The results of the study are as follows: Firstly, it was found that there are significant correlations among incentive gap of teacher's merit-pay, organizational commitment and organizational citizenship behavior. Secondly, incentive gap of teacher's merit-pay affects organizational commitment and organizational citizenship behavior. Lastly, S grade teachers of teacher's merit-pay are more organizational commitment and organizational citizenship behavior level were higher than A and B grade teacher. Therefore teacher's merit-pay have positive impacts to the teachers.

• Journal of Digital Convergence
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• v.12 no.12
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• pp.107-117
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• 2014

Organizational Service Orientation is an essential factor to survive competition. So, a number of studies have investigated the impact of service orientation on Job Performance, and many evidence testify with certainty variable. Accordingly, this study investigated the impacts of Service Orientation on Turnover Intention and Organizational Commitment. In addition, this study examined the mediating effects of Emotional Labor. The results of this study are as followings ; First, Service Orientation are negatively related to Turn over Intention. Second, Service Orientation are positively related to Organizational Commitment. Third, Emotional Labor have partially moderated effect on the relationship between Service Orientation and Turnover Intention, Organizational Commitment. These findings provide the theoretical and practical implications.

• Journal of the Korean Society of Food Culture
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• v.18 no.2
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• pp.75-88
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• 2003

The objective of this study was to investigate the effects of personal and job characteristics on the organizational commitment and job satisfaction of dietitians employed in different foodservice settings. The subjects were dietitians(n=830) employed by schools, hospitals, and industries in Daegu Gyeongbuk area. A questionnaire was used to determine personal and job characteristics, commitment and satisfaction. Organizational commitment scores were the highest for hospital dietitians, and the lowest for industry dietitians (p<0.05). Industry dietitians felt significantly less loyal to their organizations than did the other dietitians(p<0.05). School and hospital dietitians were significantly more likely to say they cared about the fate of their organizations and thought their organizations were the best to work for. Age, education, length of employment, and wages were positively associated with hospital dietitians' commitment(p<0.05). For all dietitians, the fewer the work hours, the higher the commitment(p<0.05). When asked to rate their satisfaction with various aspects of their jobs, dietitians expressed the most satisfaction with co-workers, and the least satisfaction with promotion opportunities. School dietitians were significantly less satisfied with pay and promotion than were the other dietitians. Organizational commitment was associated with wages(0.05), autonomy(0.08), feedback(0.16), dealings with others(0.07), and task identity(0.09). Job satisfaction was affected by educational level(-0.13), wages(0.10), autonomy(0.18), friendship opportunities(0.14), feedback(0.16), task identity(-0.11) and organizational commitment(0.40) (Lisrel program).

• Korea Journal of Hospital Management
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• v.15 no.3
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• pp.97-122
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• 2010

This research investigated the effect of leadership on organizational effectiveness in the public hospital. As a result of multi-regression analysis based on the data of 384 employees in 5 public hospitals in Korea, transformational leadership positively affected organizational commitment and job satisfaction. Transformational leadership had a significantly negative effect on turnover intention. Transactional leadership had a significantly positive relationship with organizational commitment and job satisfaction. This study has means that was first analysed relationship between the leadership style and organizational effectiveness of public hospital in Korea. The difference that demographic variables have on organizational commitment, job satisfaction, and turnover intention examined. Variables like gender and type of occupation have a significant difference.